Every June, something predictable happens. You open LinkedIn or check your inbox, and suddenly, the corporate world has gone rainbow. Logos change colour. Social media feeds fill up with Pride hashtags. There’s a bright new filter on the company email signature.
And honestly? At first glance, it looks great. Visibility matters. I’d much rather see rainbow flags than silence. But after all these years — and after everything we’ve lived through — I can’t help but feel a little wary.
Because when it comes to LGBTQ+ inclusion, showing up for Pride Month is the easy bit.
The gap between words and reality
I remember working with a company years ago that went all-in on Pride. They had the flags, the branded pens, the lanyards, even rainbow cupcakes in the breakroom. But underneath all that colour, things felt… quiet. There were no openly LGBTQ+ people in leadership. The staff network was underfunded and barely active. And if someone made a dodgy comment, it was brushed off as a “bit of banter.”
That’s when you feel the difference between what a company says and what it actually does. And let me tell you — employees notice. Especially those of us who’ve had to weigh up whether it’s even safe to be out at work.
What real inclusion feels like
In contrast, I’ve also been in workplaces where I didn’t have to scan the room before talking about my weekend. Where policies were up to date, yes — but more importantly, where the culture was genuinely welcoming. There was space for conversations. People listened. Leadership showed up to LGBTQ+ events not because they had to, but because they wanted to learn.
And here’s the thing: that sort of environment isn’t built overnight. It takes effort, openness, and the willingness to get it wrong sometimes — as long as you’re committed to doing better.
Real inclusion isn’t about perfection. It’s about people. It’s about making LGBTQ+ staff feel seen, heard, and respected every day of the year — not just when the logo changes colour.
Inclusion isn’t a logo — it’s a lived experience
You can spot the difference a mile off. When Pride campaigns are genuine, they involve the people they represent. LGBTQ+ staff are consulted, involved, and celebrated. There’s transparency about what the company is doing — and not doing — to improve.
But when it’s just branding, it can feel hollow. Especially when those same companies stay silent the moment LGBTQ+ rights are debated in the news, or when backlash hits.
And look — no one expects businesses to get it all right all the time. But we do expect consistency. If you’re going to celebrate us in June, support us in July. And in October. And in January too.
Younger generations are watching
It’s worth remembering that the next generation of workers — Gen Z and beyond — are very tuned into this. They’re not just looking for jobs. They’re looking for values. According to a recent YouGov survey, more than three-quarters of Gen Z candidates consider a company’s approach to diversity and inclusion before applying.
They’ll Google your track record. They’ll read the reviews on Glassdoor. They’ll scroll through your social media history. If what you say doesn’t match what you do, they’ll notice. And they’ll go elsewhere.
So, what does genuine inclusion look like?
For me, it starts with the basics — but those basics need to be done well.
It’s policies that explicitly name and protect LGBTQ+ identities — including trans, non-binary, and intersex people. It’s making sure your employee handbook doesn’t just talk about “diversity” in general terms but actually says who’s protected and how.
It’s creating a culture where LGBTQ+ people don’t have to be the ones doing all the heavy lifting. Where the responsibility to educate doesn’t always fall on us. Where mistakes are acknowledged and learned from — not ignored.
And it’s about leadership. Not just supporting from the sidelines, but being present. Listening. Advocating. Investing in inclusion not as a PR move, but as part of the DNA of the organisation.
Pride is more than a campaign
Pride started as a protest. It still is, in many parts of the world — and even here in the UK, it’s not just a celebration. It’s a reminder that the fight for equality isn’t over. Hate crimes are rising. Trans people are being vilified in the media. Queer people still face discrimination, isolation, and exclusion.
So when companies roll out the rainbow merchandise and the upbeat slogans, it’s worth asking: what’s underneath it all?
If you truly want to honour Pride, look beyond the branding. Ask your LGBTQ+ employees what they need. Look at your policies. Fund your staff networks. Challenge bias when you see it. Create pathways to leadership. And make it clear — not just in your marketing, but in your meetings, your promotions, your pay gaps — that inclusion matters.
A final thought
Don’t get me wrong — I still love seeing a well-designed rainbow logo in June. But more than that, I love seeing LGBTQ+ people thrive at work. I love knowing that someone can walk into a workplace and not have to shrink themselves to fit in.
That’s the kind of Pride I want to see.